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Atin Dasgupta
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London-trained Dr. Sunita Banerji is a founding director of Eternessse Clinic. A warm, affectionate and caring human being, she is known in the entire Lokhandwala neighbourhood as a leading skin and hair specialist and a cosmetologist with a deep and genuine concern for the problems of her patients.
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  • Perfman HR: Tell Yourself, “I Can Do It!”
    Be Positive In Your Job Search

    Keep your spirits up! A great way to feel confident at any time is to yell out with joy and confidence, “I can do it!”
     
    If you are film buff you would remember the scene when John Belushi shouted out, “Let’s do it!” in the movie Animal House. Try going to a mirror and scream like John Belushi, “I can do it!” Then yell out, “I will get the job I want!” When you shout with conviction, “I can do it! I will get the job I want!” you will believe it.
    Ever notice how it’s the positive people who always seem to be the happiest and most successful? Upbeat people are fun to be around. They are also the ones who tend to get the most out of life. A positive attitude is contagious. Those who catch it are forever cured. You can do it! You will get the job of your dreams!
     
    Think of Interviewing as a Numbers Game

    At times, your job hunt may become frustrating, especially if you experience rejection. However, don’t let it get you down or strip away your confidence. Depending on the job you are trying to get, it may take as many as 10 interviews just to get one offer. But by constantly applying to various job openings, you are increasing your chances for success. Look at each rejection as bringing you one interview closer to getting the job you really want. If you get rejected after an interview, say to yourself – This job wasn’t a good fit. I deserve better.
     
    Besides, you are one interview closer to getting the job you really want! Don’t get emotionally attached to any single opportunity. Focus on the process and what you can learn from each situation. If you get rejected, try to understand why. In fact, there is absolutely nothing wrong with calling an interviewer and asking why you didn’t get the offer. After all, you invested valuable time and energy preparing for and going on the interview. You have a right to know.

    Sonal Aurora is director and co-founder of Top Recruitment Consultancy India. Perfman HR is a premier HR Consulting & Recruitment Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Performance Management, Assessments, Recruitments, Training, Learning & HR Solutions.


    Disclosure: I have no positions in any stocks mentioned, and no plans to initiate any positions within the next 72 hours.
    Sep 26 3:24 AM | Link | Comment!
  • Perfman HR: Projective Techniques Used For Personality Assessments
    Not all personality assessment involves the use of self-report methods. Projective techniques are based on the idea that individuals’ perception of the world about them is coloured by their own personality. That is, people project their personality upon the various stimuli that impinge upon them, making sense of the stimuli in at least a partially subjective way. At the level of common discourse, we have optimists characterized as those who see their glass as half-full and pessimists as those who see it as halfempty. The glass and the present amount of its contents are the same in each case, but the personality – optimistic or pessimistic – is projected upon it.
    The idea of projection is rooted in the work of Freud and the other 19thcentury psychoanalysts. It has given rise to a number of psychometric procedures, such as the Rorschach test (1942). This is made up of a number of ink blots, to which the person responds by saying what they look  like. Responses are scored for a range of attributes, including emotionality and imagination. Despite much research, the validity of this particular test has remained doubtful. Later variants that have stressed a more detailed analysis of the content of responses have appeared more promising (e.g. Holt, 1958). A detailed introduction is given by Klopfer and Davidson (1962).
     
    Other approaches use pictures with ambiguous situations. For instance, some of these can be interpreted as threatening. Failure to recognize the threats is seen as evidence of a general tendency to cope with threatening situations by denial. Such tendencies can be seen as particularly counter-productive for occupations involving a high degree of risk, such as fast jet pilots or commodity brokers, where threats need to be recognized and accurately weighed up. Some of the most extensive development with such ambiguous material has been that of Murray with the Thematic Apperception Test (1943). This consists of a series of cards on which the ambiguous pictures are presented.
     
    The person being tested is required to make up a story about each picture and the content of this is then subjected to a systematic analysis. This approach has since been developed into the various techniques for analysing motivation and other aspects through looking at the content of responses. A comprehensive handbook (Smith, 1992) lists a number of these. However, these techniques are rarely used in occupational or managerial practice. The interpretation of most projective techniques is highly skilled, with single instruments sometimes requiring months or years of study. They are, therefore, less likely to form part of the routine toolkit of management embarking on assessment than many of the other methods referred to in this book. They have, though, been used routinely in some occupations. The Royal Swedish Air Force, for example, has used the Defence Mechanism Test (DMT), which is based on the perception of risk.
     
    Sonal Aurora is director and co-founder of Top Recruitment Company India. Perfman HR is a premier HR Consulting & Recruitment Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Performance Management, Assessments, Recruitments, Training, Learning & HR Solutions.


    Disclosure: I have no positions in any stocks mentioned, and no plans to initiate any positions within the next 72 hours.

    Additional disclosure: Perfman HR is a premier HR Consulting & Recruitment Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Performance Management, Assessments, Recruitments, Training, Learning & HR Solutions.
    Sep 22 6:26 AM | Link | Comment!
  • Perfman HR: A Short History Of Motivation Tests


    There are a number of tests of motivation. For example, the Motivational Styles Questionnaire (MSQ) (Tarleton, 1997) looks at what an individual wants out of a work situation and how he or she will seek to deal with everyday tasks. The latter include the balance between an operational task focus and seeing the task in terms of personal success. In fact, many test publishers include motivational tests in their listings, and the BPS guide to personality tests (BPS, 2001) has a section on this  too. There are, however, a number of potential problems with motivation and, like many other things, it is something about which experts disagree. This is rather vividly illustrated in Reber’s (1995) Dictionary of Psychology where it is described as an ‘extremely important but definitionally elusive term’. This is followed by one of the longest entries in the dictionary, but including a useful reference to it as a general or a specific energizer.
     
    There is debate over the importance of transitory motivators, sometimes indistinguishable from states or moods and those that are enduring or characteristic in the sense of that which can readily be aroused, ie that  which can readily provide a specific energizer. For example, a golf enthusiast may find a cocktail party boring, with little beyond polite conventions to keep him involved in small talk. In other words, his motivation for the event is low and he may be thinking of leaving. Finding  fellow  enthusiast for the game with the little white ball, however, he happily and energetically engages in discussion, possibly outstaying his welcome at the social occasion.
     
    The idea of the enduring nature here is what has led some (eg Cooper, 2002) to question whether what is really being assessed is, after all, personality. The distinction between motivation and personality seems to become even less if one thinks of those motivations that seem ever present in some people, eg curiosity or need for achievement. The fact that some personality measures have scales labelled in terms like these (eg ‘variety’ and ‘achievement’ in the OPQ) is in line with this. Some writers (eg Clifton and Nelson, 1992) have suggested that many personal characteristics – ‘themes’ in their terminology – are motivational in the sense that exercising them produces positive feelings and denial of the scope to do so produces the opposite.
     
    My own practice has been to take these distinctions on board in assessment, but often to present findings on motivation – drawn from whatever source – somewhat separately. For example, in connection with potential succession in management buyouts and other major changes backed by private equity houses, I have found it helpful to comment on the potential successors’ motivations for the top job when the lead person exits with his or her money in two years’ time.
     
    Sonal Aurora is director and co-founder of Top Recruitment Company India. Perfman HR is a premier HR Consulting & Recruitment Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Performance Management, Assessments, Recruitments, Training, Learning & HR Solutions.


    Disclosure: I have no positions in any stocks mentioned, and no plans to initiate any positions within the next 72 hours.

    Additional disclosure: Perfman HR is a premier HR Consulting & Recruitment Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Performance Management, Assessments, Recruitments, Training, Learning & HR Solutions.
    Sep 22 4:22 AM | Link | Comment!
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